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Translation and Organizational Change Strategies

Life nowadays is characterized by increasing dynamism and uncertainty. The only thing we can surely say about anybody nowadays is that we are continuously changing every single day trying to adapt to the changing environment so that they are able to survive in this constantly changing world. So do groups and organizations – they are constantly evolving to be on pace with the changes in the environment they operate in.

The professionals from a Houston Translation Service define change as a transition from one existing state of the system in question to another – more desirable and better meeting our needs state. They also add that the ability to predict the need to respond promptly and adequately to the changes has become the determining factor for the success of organizations, groups and even individuals.

Changes in an organization are always under the influence and pressure of forces located outside or inside the organization concerned. External forces imposing the need for a change can be: the market and related factors such as price, promotion, customer service, new products; technological changes; community issues and other. External factors are beyond the control of the manager but can greatly influence the intended results of companies and organizations.

The above mentioned certified translation service professionals mention the following internal forces for a change: decision-making (poor timing or inadequate decisions); communication (ineffective communication can result in bad service, lost customers, a reduction in turnover – and thus a call for a change); interpersonal relations (violation of harmony in these can cause various social effects organized unrest (strikes), improper discharge of duties, leaving work, etc.).

In the opinion of professors from Indiana University, we can define the following types of a change:
Adaptive change which is associated with the introduction of traditional, already tested by an organization changes, usually borrowed from other units of the organization. It is of the lowest level of complexity, cost and risk and does not cause particular fear among staff. Innovative change which is associated with the introduction of working methods, new to the organization. It is characterized by a higher degree of uncertainty. Radical changes are associated with the introduction of entirely new systems. They are characterized by the high degree of complexity, cost and risk, but also the greatest potential benefit. Changes of this type are the most complex to implement. In many cases they involve the corporate culture for many years.